Hiring Part-Time in Malaysia? Here's How to Find the Right People

In Malaysia’s fast-changing labour market, businesses are becoming more flexible with how they hire and manage people. Whether you’re running a restaurant, a retail outlet, or an office that needs extra support during peak seasons, part-time employees can fill the gaps efficiently.

Hiring part-time workers allows employers to save costs, handle fluctuating demand, and maintain productivity without committing to long-term contracts. But it also comes with legal obligations, especially regarding working hours, contributions, and fair treatment.

What Is a Part-Time Employee?

Under Malaysia’s Employment (Part-Time Employees) Regulations 2010, a part-time employee is defined as a person who works between 30% and 70% of a normal 48-hour work week. That means between 14 to 33 hours per week.

They usually:

Work on hourly or shift-based pay,
May or may not receive full benefits like annual leave or insurance,
And are typically engaged in F&B, retail, logistics, customer service, or seasonal jobs.

For example: A café assistant who works 5 hours a day, 5 days a week, is a part-timer. So is a student promoter who works only on weekends at a shopping mall.

Even though part-timers don’t work full 48-hour weeks, they are still covered under Malaysia’s Employment Act 1955. Employers must comply with laws on minimum wage, overtime, and contributions.

Characteristics of Part-Time Work

Part-time work in Malaysia has a few consistent traits that distinguish it from full-time employment:

Aspect	Part-Time Employee	Full-Time Employee
Working Hours	14-33 hours per week (30-70% of 48 hours)	Up to 48 hours per week
Payment Type	Hourly or per shift	Monthly salary
Benefits	Pro-rated (depending on hours). Usually, part time employees don’t get insurance or paid leave unless company policy allows.	Full statutory benefits (include insurance or paid leave)
Schedule	Flexible or rotating	Fixed schedule
Common Roles	F&B, retail, delivery, events	Office, management, operations

Part-time jobs are ideal for students, parents, retirees, and gig workers who prefer flexibility over fixed hours.

What Malaysian Employers Should Prepare Before Hiring Part-Time Employees

Before onboarding part-time staff, employers should prepare a few key documents and systems to ensure compliance and avoid payroll issues later.

Written Employment Contract

Under the Employment Act, all employees, including part-timers, must have a written contract. It should clearly state:

Working hours and rest days
Hourly pay and overtime rate
Start and end date (if temporary)
Notice period for termination
Benefits and company policies

Having a clear contract protects both employer and employee in case of disputes.

Offer Letter

Issue a simple offer letter confirming:

Job title and reporting manager
Hourly rate and payment schedule
Expected working days
Start date and probation terms

EPF & SOCSO Registration

Many employers mistakenly believe part-time employees don’t qualify for EPF or SOCSO. In reality, EPF (KWSP) and SOCSO (PERKESO) registration is mandatory, even for part-timers, based on their actual monthly wages. This provides retirement and social protection for your staff and helps you stay compliant.

Payroll Setup

Use a simple payroll or attendance system to calculate:

Hourly wages
Overtime (if applicable)
Deductions for EPF, SOCSO, EIS
Pro-rated leave (if offered)

For hourly workers, the monthly wage = hourly rate × total hours worked per month.

Training and Orientation

Even if they work short hours, give part-timers a brief training session on company values, safety procedures, and service standards. It improves performance and reduces mistakes.

Schedule Management

Use scheduling software or shared calendars to prevent overlapping shifts and ensure proper coverage. Tools like Deputy, Jibble, or even shared Google Sheets can make part-time coordination smoother.

Access to Company Policies

Make sure part-timers have access to the same employee handbook or policy manual as full-timers, including attendance rules, dress code, code of conduct, and health & safety protocols.

Tips for Hiring Qualified Part-Time Employees

Since most part-timers are students, freelancers, or individuals seeking supplementary income, employers need to approach recruitment with clarity, fairness, and flexibility.

So, how to attract and select the right people for your business?

Write a Clear and Honest Job Description

Clarity is key. A job ad for part-time positions should always include:

Exact working hours and shift types (e.g., weekends, rotating schedules, or specific time slots)
Pay rate and payment schedule (hourly, weekly, or monthly)
Job duties and key expectations
Location and dress code if applicable
Duration of employment (e.g., 3 months, semester-based, event-specific)

Avoid vague phrases like “flexible hours” without specifying a minimum or maximum. It reduces misunderstandings and builds trust from the start.

Use the Right Hiring Platforms

Different platforms attract different audiences. For example:

Use AJobThing for general roles (F&B, retail, events).
Use university job boards or campus partnerships for student part-timers.
Tap into community or social media groups for quick seasonal hiring.

If your business needs large numbers of part-timers during festivals or promotions, consider AJobThing to manage screening and scheduling efficiently.

Be Open to Different Candidate Profiles

Part-time roles are ideal for:

Students looking for experience and pocket money
Homemakers seeking flexible hours
Retirees wanting to stay active
Freelancers balancing multiple projects

These candidates bring unique strengths, such as energy, patience, or reliability, that complement full-time teams.

Check Soft Skills and Cultural Fit

In part-time recruitment, attitude matters more than experience. A candidate who is punctual, polite, and adaptable is often more valuable than someone with a long resume.

During interviews, focus on:

Communication and customer service style
Willingness to learn quickly
Ability to follow instructions
Team compatibility

You can use simple role-play scenarios (like handling a busy customer or a late delivery) to gauge problem-solving skills.

Promote Flexibility as a Selling Point

Part-time workers value control over their schedules. If possible, allow flexible shift swapping or digital schedule access via Google Calendar or WhatsApp.

Example: An F&B employer can let employees choose preferred shifts weekly through an online form, improving attendance and morale.

Offer Fair and Transparent Pay

Always ensure hourly rates comply with Malaysia’s Minimum Wage Order (RM1,500/month or RM7.21/hour as of 2025).

Offer slightly higher rates for high-demand shifts (night, weekend, or last-minute replacements). Transparency about pay frequency, bonuses, or incentives builds credibility and reduces turnover.

Provide Small but Meaningful Perks

Perks don’t have to be expensive. Consider:

Free or discounted meals for shift workers
Staff discounts for retail teams
Paid training or certification opportunities
Simple recognition programs like “Part-Timer of the Month”

Small gestures go a long way in motivating loyalty and improving attendance.

Encourage Referrals

Your best recruiters are your current employees. Offer a small referral incentive (e.g., RM50 voucher or extra off-day) for successful part-time hires who stay beyond a certain period. This saves time and ensures cultural alignment.

Be Clear on Schedules

Confusion over shifts is one of the most common sources of conflict in part-time work. Before hiring, clarify:

Expected number of hours per week
Peak periods or “blackout dates” when leave isn’t allowed
Break times and rest days

Share weekly schedules at least three days in advance to give part-timers time to plan personal commitments.

Reward Loyalty

Although many view part-time roles as short-term, some employees stay for months or years if treated well. Recognise long-term contributors through:

Small bonuses for tenure milestones
Public appreciation (e.g., “Top Part-Timer of the Month”)
Flexible scheduling priority for consistent performers

Recognition builds belonging and loyal part-timers often become reliable backups for future full-time openings.

Explain Job Security Clearly

Uncertainty is a major reason part-timers switch jobs. Be upfront about contract duration, renewal terms, or conversion opportunities.

Even if the role is seasonal, communicate whether re-hiring is likely in the next cycle. Having this transparency prevents disappointment and helps manage expectations professionally.

Share Growth and Full-Time Opportunities

Many part-timers, especially students or fresh graduates, see part-time work as a stepping stone.

Mention any career growth potential, such as eligibility for full-time roles or internal promotions. Highlight success stories within your company where part-timers became supervisors or permanent employees. It encourages performance and loyalty.

What to Look for in Part-Time Employees

Unlike full-time staff who go through extensive recruitment, part-time employees are often hired quickly. However, selecting candidates with the right core qualities ensures smoother operations and less turnover.

Below are the qualities employers should prioritise:

Flexibility and Adaptability

The best part-time employees can adjust to sudden schedule changes, new tasks, or last-minute shift swaps. In industries like F&B and retail, where demand fluctuates daily, adaptability is essential. Look for candidates who are comfortable handling varied roles or learning new tasks quickly.

Time Management

Because part-timers often juggle work with studies or family commitments, strong time management skills are critical. Reliable part-time staff show up on time, meet deadlines, and manage their responsibilities efficiently with minimal supervision.

Good Communication Skills

Communication is the backbone of teamwork, especially when employees work rotating shifts. Whether interacting with customers or coordinating with colleagues, clear communication prevents misunderstandings and keeps daily operations smooth.

Reliability and Responsibility

Part-time workers should be dependable and accountable for their shifts. Absenteeism or last-minute cancellations can disrupt business flow. During interviews, ask about their previous commitments or availability to gauge reliability.

Positive Attitude

A cheerful and professional attitude leaves a strong impression on customers and teammates. Part-timers with positive energy not only maintain good service standards but also boost workplace morale.

Relevant Experience

Experience in similar roles, such as cashiering, serving, or logistics, can help shorten training time. However, even without direct experience, transferable skills like customer service, problem-solving, or teamwork can make a big difference.

Teamwork

Part-time employees often work alongside full-timers, so being cooperative and respectful is key. Those who can blend in with existing teams and follow group direction contribute to a smoother, more cohesive work environment.

Advantages and Disadvantages of Hiring Part-Time Employees

Part-time hiring offers many benefits but it also presents challenges if not planned carefully.

Advantages of Hiring Part-Time Employees

Cost Efficiency

Part-time employees help employers save on salaries, benefits, and overtime costs while maintaining productivity during busy periods.

Flexible Scheduling

Businesses can adjust manpower according to demand. This is especially useful in retail, F&B, and logistics where foot traffic or orders vary daily.

Reduced Burnout Among Full-Timers

Part-timers can cover weekends or high-traffic periods, giving full-time staff the rest they need to maintain morale.

Access to a Broader Talent Pool

Part-time hiring attracts candidates who cannot commit to full-time work, such as students or retirees, but still bring valuable skills.

Trial for Future Full-Time Roles

Employers can use part-time arrangements as a way to evaluate performance before offering permanent employment.

Disadvantages of Hiring Part-Time Employees

Higher Turnover

Many part-timers view their jobs as temporary, leading to shorter tenures and more frequent rehiring.

Scheduling Conflicts

Without a proper shift management system, overlapping schedules or last-minute cancellations can disrupt operations.

Limited Engagement

Since part-timers spend fewer hours at work, they may feel less connected to company goals or culture.

Inconsistent Service Quality

New or short-term hires might not fully understand company standards, affecting customer experience.

Reduce these disadvantages through strong onboarding, simple recognition programs, and clear communication channels.

When to Hire Part-Time Employees

Hiring part-timers makes sense in specific business conditions. Below are scenarios when it’s both strategic and cost-effective:

Seasonal Demand Peaks

Retailers, restaurants, and logistics companies often need more staff during festive seasons (Ramadan, Hari Raya, Chinese New Year, or year-end sales).

Project-Based Work

When short-term projects require extra manpower, like marketing events, product launches, or audits.

Weekend or Night Coverage

For service-based industries that operate extended hours or shifts beyond full-timers’ availability.

To Reduce Burnout Among Full-Timers

Hiring part-timers can help full-time employees take proper rest days, preventing fatigue and absenteeism.

Budget Constraints

If you can’t afford a full-time hire yet, a part-timer can provide essential support while keeping costs manageable.

Testing New Roles or Business Units

Part-time hiring lets employers test new positions or service expansions without heavy financial commitment.

Managing Part-Time Employees

Hiring part-timers is only half the job. Managing them effectively ensures productivity, compliance, and retention. So, how to manage part-time employees?

Treat Them Fairly and Equally

Under the Employment (Part-Time Employees) Regulations 2010, part-timers are entitled to the same respect and workplace protections as full-time employees.

Avoid discriminatory practices, such as excluding them from team meetings or training, simply because they work fewer hours. A positive and inclusive environment encourages loyalty and professionalism.

Provide Proper Onboarding and Training

Even short-term or shift-based employees should undergo proper orientation. Explain key policies, safety procedures, and performance expectations. A structured onboarding can prevent common mistakes and reduce supervision time later.

For example, F&B businesses can create a short checklist training (uniform rules, customer service script, hygiene standards) that all new part-timers complete on day one.

Communicate Schedules Clearly

Miscommunication is the most common source of absenteeism. Use digital scheduling tools or WhatsApp groups for shift updates, but confirm each employee’s availability in writing to prevent confusion.

Recognise and Reward Good Performance

A small gesture, such as shoutouts during meetings, free coffee, or a “Top Part-Timer Award,” can make employees feel valued. Recognition builds emotional connection and lowers turnover rates.

Offer Small Benefits or Incentives

If the budget allows, extend basic perks like meal allowances, transport reimbursement, or training access. These simple benefits differentiate you from competitors who treat part-timers as disposable workers.

Provide Consistent Feedback

Schedule brief check-ins monthly or after each project. Feedback helps part-timers understand how they can improve and makes them feel included in your company’s success.

Create Growth Opportunities

Some of your best future employees start as part-timers. Offer clear pathways to full-time roles for consistent, high-performing staff. By doing this, employees will be able to have long-term commitment and employer can reduce rehiring costs.

Keep Documentation Updated

Ensure every part-timer has:

A signed employment contract and offer letter
Proof of EPF & SOCSO registration
Attendance and payment records

Proper documentation ensures smooth audits and prevents compliance issues with the Department of Labour (JTKSM).

Free Offer Letter Template for Part-Time Employees

Below is a ready-to-use Part-Time Offer Letter Template for Malaysian employers. You can copy, modify, and use it directly in your HR onboarding.

[Company Letterhead]

Date: [Insert Date]

Private & Confidential
To: [Employee Name]
[Employee Address]

Offer of Part-Time Employment

Dear [Employee Name],

We are pleased to offer you the position of Part-Time [Job Title] with [Company Name], reporting to [Supervisor Name] at [Work Location].

Your employment will start on [Start Date]. You are expected to work approximately [XX] hours per week, scheduled according to operational needs.

Your hourly pay rate will be RM[XX], payable on a [weekly/monthly] basis. If you work beyond the agreed hours, overtime will be paid according to the Employment Act 1955.

You will be registered for EPF (KWSP) and SOCSO (PERKESO) contributions based on your actual earnings. Any other benefits provided will be in line with company policy.

As a part-time employee, you are expected to follow the company’s rules on attendance, conduct, and safety. Either party may end this employment by giving [X days/weeks] notice or payment in lieu.

Please sign and return a copy of this letter to confirm your acceptance of this offer.

We look forward to having you as part of our team.

Sincerely,
[Authorized Signatory Name]
[Designation]
[Company Name]

Acknowledgment by Employee

I, [Employee Name], NRIC No. [XXXXXXXXXXXX], have read and accepted the terms of this offer.

Signature: _______________________
Date: __________________________

FAQs (for Employers & HR in Malaysia)

1. What are the legal working hours for part-time employees?

They must work between 30% and 70% of a standard 48-hour week, approximately 14 to 33 hours.

2. Are part-time employees entitled to EPF, SOCSO, and EIS?

Yes. Employers must contribute based on actual earnings for all part-time staff.

3. Can part-time employees become full-time staff?

Yes. Employers can offer full-time status after consistent performance and mutual agreement.

4. How do employers calculate part-time wages?

Multiply the agreed hourly rate by total hours worked, ensuring compliance with Malaysia’s Minimum Wage Order (RM1,500/month or RM7.21/hour as of 2025).

5. What’s the best way to retain skilled part-time employees?

Provide fair pay, flexible hours, and simple recognition programs. Part-timers who feel appreciated tend to stay longer.

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